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What are Diversity And Inclusion Team OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
OKRs are quickly gaining popularity as a goal-setting framework. But, it's not always easy to know how to write your goals, especially if it's your first time using OKRs.
We've tailored a list of OKRs examples for Diversity And Inclusion Team to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect Diversity And Inclusion Team OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
Diversity And Inclusion Team OKRs examples
We've added many examples of Diversity And Inclusion Team Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to promote and cultivate a diverse and inclusive workplace culture
ObjectivePromote and cultivate a diverse and inclusive workplace culture
KRIncrease the representation of underrepresented groups by 10% in all departments
Implement mandatory diversity and inclusion training for staff- Revise promotion policies to ensure equity
- Develop recruitment strategies targeting underrepresented groups
- KRConduct and achieve a 90% participation rate in diversity and inclusion training
- Develop a clear, compelling case for why diversity training is necessary
- Set and communicate clear participation expectations to all employees
- Promote the training through engaging communications
- KRImprove inclusivity score by 15% as measured in quarterly employee engagement survey
- Increase representation across all levels & departments
- Implement regular diversity and inclusivity training workshops
- Foster an open, transparent communication culture
OKRs to enhance employee inclusivity and engagement in the workplace
- ObjectiveEnhance employee inclusivity and engagement in the workplace
- KRDecrease employee turnover rate by 15%
- Implement comprehensive, regular employee satisfaction surveys
- Establish clear, responsive communication channels
- Develop competitive benefits package and advancement opportunities
- KRIncrease responses on employee engagement surveys by 30%
- Offer incentives for completing the survey
- Simplify the survey for easier completion
- Implement a communication strategy emphasizing survey importance
- KRImplement a minimum of 2 diversity and inclusion training sessions per group
- Schedule two training sessions for each group
- Communicate training dates and details to groups
- Identify suitable diversity and inclusion training programs
OKRs to increase and diversify our portfolio of local, small-scale, and minority-owned vendors
- ObjectiveIncrease and diversify our portfolio of local, small-scale, and minority-owned vendors
- KRCreate and implement a supplier diversity policy within the organization
- Draft a comprehensive supplier diversity policy for the organization
- Conduct training sessions to implement the policy
- Obtain leadership approval for the proposed policy
- KRIncrease procurement from woman- and minority-owned vendors by 25%
- Develop partnerships with these targeted vendors
- Organize procurement training focusing on diversity
- Identify potential woman- and minority-owned suppliers
- KRIdentify and onboard at least 20 new local, small-scale vendors by quarter end
- Facilitate onboarding process for selected vendors
- Research potential local, small-scale vendors
- Initiate contact and build relationships
OKRs to foster an inclusive, equitable, and diverse office culture
- ObjectiveFoster an inclusive, equitable, and diverse office culture
- KRAchieve 20% improvement in diversity and inclusion survey results
- Create a diversity and inclusion team
- Revise hiring practices to prioritize diversity
- Implement diversity and inclusion training for all staff
- KRImplement diversity training to 100% of team members
- Identify suitable diversity training programs or providers
- Confirm and record each team member's training completion
- Schedule mandatory training sessions for all team members
- KRIncrease minority hiring by 25%
- Offer diversity and inclusion training for hiring managers
- Implement inclusive hiring practices in the recruitment process
- Establish partnerships with minority-focused professional organizations
OKRs to enhance leadership inclusivity across all teams
- ObjectiveEnhance leadership inclusivity across all teams
- KRImplement inclusivity training for all team leaders by the end of the quarter
- Identify relevant inclusivity training programs for team leaders
- Schedule training sessions for each team leader
- Monitor and report on training progress and effectiveness
- KRDecrease leadership team's turnover rate by 20% through fostering inclusivity
- Encourage open dialogue about inclusivity during team meetings
- Implement comprehensive diversity training for all management level employees
- Establish a mentoring program that promotes inclusivity
- KRIncrease internal survey's inclusivity score by 30% among leadership team
- Encourage honest communication through anonymous feedback
- Revise survey questions to eliminate unconscious bias
- Implement mandatory leadership training on diversity and inclusivity
OKRs to cultivate an inclusive and engaging work environment for all employees
- ObjectiveCultivate an inclusive and engaging work environment for all employees
- KRAchieve a 20% improvement in overall employee satisfaction scores
- Implement feedback changes to improve work culture and environment
- Design and implement an employee recognition program
- Conduct regular surveys to assess current employee satisfaction levels
- KRIncrease employee survey engagement rate by 30%
- Implement attractive incentives for completing the survey
- Simplify survey to reduce completion time
- Communicate survey importance via company-wide email
- KRImplement a diversity and inclusion training program for 100% of team leaders
- Determine the content and structure of the training program
- Schedule and communicate training sessions to all team leaders
- Identify or hire qualified, experienced trainers for instruction
OKRs to enhance diversity, equity, and inclusion in our performance evaluation process
- ObjectiveEnhance diversity, equity, and inclusion in our performance evaluation process
- KRDevelop and implement a new performance review structure that equally emphasizes DEI
- Create a draft plan integrating DEI into reviews
- Research DEI-focused performance review methods
- Implement and monitor the new structure
- KRIncrease the representation of diverse employees in the top performance quartile by 25%
- Promote diverse employees based on their skills and performance
- Implement diversity training sessions to team leaders
- Develop inclusive hiring strategies targeting diverse talent pools
- KRTrain 100% of our evaluators on DEI principles and bias elimination techniques
- Develop comprehensive DEI training program for evaluators
- Schedule mandatory training sessions for all evaluators
- Monitor and track evaluators' progress and understanding
OKRs to strengthen HR compliance and DEI program adherence in Kenya
- ObjectiveStrengthen HR compliance and DEI program adherence in Kenya
- KRIncrease percentage of employees completing DEI training by 20%
- Develop engaging, relevant DEI training material
- Schedule mandatory training sessions for all employees
- Implement incentives for course completion
- KRConduct 3 comprehensive legal compliance training for HR unit by end of quarter
- Identify necessary topics for legal compliance training
- Implement these trainings to the HR unit
- Schedule and plan three comprehensive trainings
- KRImplement revised HR policies aligning with Kenya legal framework, with zero discrepancies
- Review current HR policies for compliance with Kenya legal framework
- Communicate and enforce revised HR policies across the firm
- Identify and rectify any discrepancies in the policies
Diversity And Inclusion Team OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
Save hours with automated OKR dashboards
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Spreadsheets are enough to get started. Then, once you need to scale you can use Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Diversity And Inclusion Team OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to achieve significant reduction in operations cost
- OKRs to cultivate an efficient, productive team atmosphere
- OKRs to determine sustainable funding requirements for existing programs
- OKRs to achieve promotion to software engineer 3
- OKRs to improve the effectiveness of OKR testing
- OKRs to cultivate an environment encouraging autonomy, entrepreneurial spirit and swift decision-making